Tag: Talent Acquisition

PageUp, the global talent management software company has expanded its UK footprint by its acquisition of eArcu, a UK-based provider of SaaS hiring solutions, it was announced today.

eArcu was founded in 2009, and its talent acquisition suite enables well over 100 customers in the UK and around the world. The combination of PageUp and eArcu’s talent management offerings will allow the PageUp Group to accelerate its presence in the UK and European markets. It will provide existing and new eArcu customers access to an expanded portfolio of recruitment marketing and talent management solutions.

PageUp CEO Mark Rice commented: “We’re excited to bring eArcu into the PageUp family. We look forward to working with the team to build on their well-deserved reputation for innovation and world-class customer service.”

eArcu CEO Andy Randall commented: “After a period of sustained growth, we’re thrilled to join forces with PageUp, a major player in the global talent management space. This will be a fantastic time for our clients who will benefit from the synergies between us, and for our team to bring their thought leadership to an ever-growing audience.”

 

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As we come out of the pandemic, the economy has bounced back faster and stronger than anyone imagined and the number of jobs available are at record levels.

In general, it is always wise to treat dramatic headlines or simple phrases with a large pinch of salt. My rule of thumb is this: does the person promoting the headline have an interest in it being true? If so, approach with caution.

Likewise, any survey that takes ‘intent’ and translates it into ‘certainty’ should also be handled with care. For example, a statement that ‘60% ofcandidates intend to change jobs in the next six months’ does not mean that is what’s going to happen. For the last 10 years I have fully intended to lose 10kg and do a triathlon and yet both are but still unachieved!

Which brings me to the ‘great resignation’. Despite the ubiquity of the phrase, it’s been surprisingly hard to find compelling evidence to support that it’s actually happening.

Let’s look at the evidence in favour. As we come out of the pandemic, the economy has bounced back faster and stronger than anyone imagined and the number of jobs available are at record levels. It is also a fair assumption that there is an element of catch up from candidates who have wanted to change jobs since last year but were nervous about doing so. Another factor is that September is historically an active month for jobs changes.

It is also increasingly understood that employers who refuse to consider more flexible working patterns or who appeared indifferent to the challenges of their employees during the pandemic may suffer some sort of backlash. But the ‘great resignation?’ I’m not so sure.

Let’s consider the other side of the argument. Many industries are still very challenged with employees terrified, not just about changing jobs in their sector, but about losing the one they have. There are still around one million workers about to come off furlough which will have some impact on re-dressing the imbalance in the labour market.

And if we are to talk about the ‘great resignation’, we must also look to its equal and opposite force ‘the great retention.’ The vast majority of HR and TA people can not only read, but they can count and think and figure out that something needs to be done. Whether that’s increasing salaries (around20% should do it) creating more flexible working patterns even for employees who are still required to be on site for 100% of their jobs, looking at innovative learning and development initiatives and so on and so on, they know they need to respond, and they are.

So yes, we do have a truly unique labour market right now, and no, the mismatch between supply and demand won’t last forever. In the meantime there will be a higher degree of market movement than usual but ‘the great resignation?’ I don’t think so.

Whilst the pandemic has changed many things, it hasn’t changed the fact that the best employers attract and retain the best talent but that doesn’t make much of a headline.

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Greene King named biggest winner of the year!

  • 160 guests attend live Gala Dinner at the IET London
  • 11 companies crowned winners with 6 highly commended
  • Greene King wins hat trick of awards, triumphing overall as the TA Team of the Year

 Winners of the 2021 TIARA Talent Acquisition Awards were revealed at a Gala Dinner for 160 guests at the IET in London on the 22nd of September. The event was attended by Talent Acquisition, HR and business leaders from some of the UK’s leading employers.

“The TIARA Talent Acquisition Awards are the latest addition to TALiNT Partners’ highly respected TIARA awards programme,” commented Ken Brotherston, co-host of the Awards and Managing Director at TALiNT Partners.

“After 18 months of turmoil, it was amazing to see the examples of innovation, resilience, business partnership and agility delivered by our finalists this year, and we were delighted to be able to recognize that work through the TIARA Talent Acquisition Awards,” added Debra Sparshott, co-host of the Awards and Programme Director at TALiNT Partners. 

The TIARAs are recognised for the rigour of the process and the quality of the judging panel and are seen as a genuine and meaningful accolade for winners. An impressive and influential panel of judges from companies including LinkedIn, Nestle, Jaguar Land Rover, Facebook, MSCI Inc as well as wider business leaders such as Lord Chris Holmes, deputy Chair of Channel 4, and the broadcaster and journalist Trevor Phillips came together to discuss each entry and decide the winners.

“Our judges’ deliberations were balanced, lively, occasionally controversial but always insightful and thoughtful. Their range of experience brought an amazing diversity of different perspectives,” commented Ken Brotherston.

Greene King was the biggest winner this year, winning the Lorien Creativity in Talent Acquisition Award, Early Career Pioneer Award, and the overall winner’s winner trophy – the TA Team of the Year.

“In deciding this year’s TA Team of the Year Winner, we wanted to see a team who had moved the needle, raised standards and taken a risk. After the last 18 months, we cannot ignore the human element, and Greene King approached their work in a genuine and authentic way and truly is a beacon for the industry,” said Chris Holmes, Judge and Deputy Chair, Channel 4. He also spoke powerfully about the importance of ‘looking after the talent who look after the talent’, recognising the many challenges employers have faced during the pandemic and the critical role TA teams have played across so many industries.

The TIARA Talent Acquisition Awards 2021 campaign was supported by partners eArcu, Horsefly Analytics, Lorien, Retinue Talent Solutions and Sova Assessment.

The full list of TIARA Talent Acquisition winners and highly commended finalists is as follows:

The Lorien Creativity in TA Award 

  • Winner: Greene King
  • Highly Commended: Barchester Healthcare

The Best Recruitment Supplier Partnership 

  • Winner: Kraft Heinz

The eArcu Candidate Experience Award

  • Winner: McDonald’s
  • Highly Commended: Checkout.com

The Best Use of Tech

  • Winner: HSBC (Partner: SMRS)

The Retinue Talent Solutions TA Operational Achievement Award

  • Winner: Serco
  • Highly Commended: Essex County Council
  • Highly Commended: North Yorkshire County Council

The Early Careers Pioneer Award

  • Winner: Greene King
  • Highly Commended: Essex County Council

The Horsefly Analytics Best Business Partnership

  • Winner: North Yorkshire County Council

The Sova Moving the Dial in Diversity & Inclusion Award

  • Winner: BBC

The Excellence in Onboarding

  • Winner: Essex County Council
  • Highly Commended: Slalom

The Attraction Campaign of the Year

  • Winner: L’Oréal

The TA Team of the Year

  • Winner: Greene King
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Great company culture is a top draw in retaining talent

Employers are poaching talent directly from competitors in a bid to mitigate skills shortages.

Talent solutions provider, Talent Works surveyed software and government professionals in the lead up to Talent Acquisition Day. The survey requested opinions on existing working policies and asked employees how often they’d been approached by other companies for new roles in the last year.

The research found that 38% of tech and government professionals were approached by competeitors more than five times in the last 12 months, with more than a fifth of employees saying that they’ll leave their current employer in 2022.

Other findings from the survey were:

  • More than a third of organisations don’t have work from home polices in place
  • Being asked to be in the office negatively impacts one in five employees
  • Software professionals, and employees aged between 18 and 34-year-old are more likely to want to be in the office than women, government professionals and those who are older than 35
  • Oppurtunities to advance their career (38%) and good company culture (33%) were things employees wanted most in their organisation.
Photo courtesy of Canva.com
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